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– Organizations that successfully recruit and hire employees with disabilities are likely to follow 10 must-have policies and practices according to a joint
survey released today by the
Society for Human Resource Management (SHRM) and the
Cornell University ILR School Employment and Disability Institute (EDI).
The survey shows that 61 percent of human resource professionals said their organization
“includes people with disabilities explicitly in its diversity and inclusion plan.”
Also key is that 59 percent of organizations have a policy that
“requires subcontractors and suppliers to adhere to disability nondiscrimination requirements.”
The hiring organizations also
“train HR staff and supervisors on effective interviewing of people with disabilities” said 58 percent of respondents.
Roughly six in 10—57 percent—of HR managers surveyed said their organization
“has relationships with community organizations that promote the employment of people with disabilities.”
Additionally, organizations must
“actively recruit people with disabilities” said 47 percent of HR professionals surveyed.
“Another critical must-have is to cultivate a senior management team committed to recruiting and hiring employees with disabilities,” said Mark Schmit, vice president of research at SHRM.
“The survey provides
fresh perspectives on how to proactively recruit and retain a significantly under-utilized pool of American talent,” said
Susanne M. Bruyère, Ph.D., CRC, professor of disability studies, and director of the EDI at the Cornell University ILR School.
The survey also shows a distinction between the most-used, must-have policies and practices versus the most-effective of the 10. Some of the most effective practices are not the most used in the group.
Among the findings:
The survey includes responses from 662 HR professionals from SHRM’s membership and will be released in three parts between now and summer 2012. The first part, highlighted here, focuses on recruitment and hiring. Part two will focus on accessibility an accommodation. Part three will examine retention and advancement.
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